On February 13, 2018, the Organizational Development & Compensation Committee
("the Committee") of the Board of Directors (the "Board") of Newell Brands Inc.
(the "Company") approved the 2018 Long Term Incentive Plan Terms and Conditions
under the Company's shareholder approved 2013 Incentive Plan (as amended, the
"LTIP"), pursuant to which the Company makes annual long term incentive awards
based on shares of the Company's common stock, including restricted stock units
("RSUs"). Under the LTIP, the Committee (or in the case of the Chief Executive
Officer, the independent members of the Board) makes time-based RSU and
performance-based RSU awards to key employees, including the named executive
officers. The value of the LTIP award is based upon a percentage of the named
executive officer's salary or other such dollar value as is determined by the
Committee. Under the LTIP, a named executive officer's LTIP award is comprised
100% of performance-based RSUs. Performance-based RSU awards under the LTIP vest
three years from the date of grant. Time-based RSU awards vest ratably in
one-third increments on each of the first, second and third anniversaries of the
date of the grant. The performance-based RSUs awarded may vest at 0% to 200%
depending upon the satisfaction of a total shareholder return performance
criteria. A copy of the LTIP is attached to this Current Report on Form 8-K as
Exhibit 10.1 and incorporated herein by reference.

In connection with adopting the LTIP, the Committee also adopted an updated form
of RSU agreement. The RSU agreement applicable to the named executive officers'
2018 awards, among other things, provides that if the Grantee's employment with
the Company and all affiliates is terminated by the Company for any reason other
than Good Cause (as defined in the RSU agreement) or is terminated by the
Grantee for Good Reason (as defined in the RSU agreement), prior to the third
anniversary of the Award Date (as defined in the RSU agreement), any unvested
time-based RSUs and performance-based RSUs will remain outstanding until the
applicable vesting date, upon which time they will vest in full (without regard
to any continuous employment requirements), provided that any performance-based
RSUs will only vest to the extent the applicable performance criteria are
achieved. The RSU agreement also provides for full and/or partial vesting of
such awards in the event of the Grantee's death, disability or retirement. The
updated RSU agreement applicable to named executive officers provides that the
Grantee will be subject to confidentiality, non-solicitation, non-competition
and non-disparagement restrictive covenants. This does not purport to be a
complete description of the updated form of RSU agreement and is qualified in
its entirety by reference to the updated form of RSU agreement, a copy of which
is attached to this Current Report on Form 8-K as Exhibit 10.2 and incorporated
herein by reference.

Under the LTIP the following awards were made to the named executive officers,
all of which are based on the closing price of the Company's stock on
February 14, 2018, or $27.20:

Chief Operating Officer representing a value of $3,075,000
Bonus Program

On February 13, 2018, the Committee adopted an amendment to the Newell Brands
Inc. Management Bonus Plan (the "Bonus Plan") under the shareholder approved
2013 Incentive Plan ( the "Amendment"). The Amendment was adopted to provide for
2018 incentive awards in light of changes in the interpretation of awards under
the Bonus Plan after passage of The Tax Cuts and Jobs Act of 2017 (the "TCJA").
Particularly, the TCJA eliminated the $1 million deduction limit under
Section 162(m) of the Internal Revenue Code of 1986, as amended, for qualified
performance-based compensation payable to "covered employees," effective for tax
years beginning on or after January 1, 2018. This does not purport to be a
complete description of the Amendment and is qualified in its entirety by
reference to the Amendment, a copy of which is attached to this Current Report
on Form 8-K as Exhibit 10.3 and incorporated herein by reference.

The Committee also used its discretion under the Bonus Plan to establish the
performance criteria for the 2018 bonus awards. For each named executive
officer, 2018 bonus awards will be tied to corporate performance goals
previously approved by the Company's shareholders, including adjusted operating
cashflow and normalized earnings per share. Following completion of 2018, named
executive officers are eligible to receive a bonus equal to such named executive
officer's base salary multiplied by the product of the target payout percentage
described below and the Aggregate Corporate Performance Bonus Multiplier (as
defined below), in each case based on attainment of applicable corporate
performance goals, and subject to adjustment up or down, based on individual
performance, quality of results or other factors deemed relevant by the
Committee.

The "Aggregate Corporate Performance Bonus Multiplier" is a percentage from 0%
to 200% determined by the Committee based on specified performance criteria for
each applicable 2018 bonus award. The named executive officers participate in
the 2018 Bonus Plan with a target payout equal to the percentage of their
respective base salary as set forth below. In order to receive their bonuses,
participants generally will be required to continue to be employed by the
Company through at least December 31, 2018. The amount awarded to a named
executive officer under the Bonus Plan will range between 0% and 200% of the
target payout indicated below, based on the extent to which applicable
performance criteria are met.